الگوی تغییرات قواعد مدیریت منابع انسانی در طی بحران کووید-19

نوع مقاله : مقاله پژوهشی

نویسندگان

گروه مدیریت، دانشگاه پیام نور، تهران، ایران

10.22080/shrm.2021.3750

چکیده

با وقوع بحران کووید-19 در اواخر سال 2019 تقریبا تمامی سازمان ها و کارکنان مجبور شدند شیوه های عادی کار خود را تغییر دهند. هدف این پژوهش شناسایی قواعد جدید مدیریت منابع انسانی در طی بحران کووید-19 است. روش پژوهش به صورت کیفی است. برای جمع آوری اطلاعات از پیشینه پژوهی و مصاحبه نیمه ساختاریافته استفاده شده است. جامعه آماری شامل تمامی پایگاه های اطلاعاتی معتبر برای پیشینه پژوهی از سال 2019 تاکنون (2021) و 25 نفر از خبرگان دانشگاهی و سازمان های دولتی زیرمجموعه وزارت نفت برای مصاحبه است. برای تحلیل داده ها از روش تحلیل مضمون با نرم افزار مکس کیودا نسخه 10 استفاده شده است. پس از طراحی الگو با استفاده از نظرات 20 نفر از خبرگان یافته های الگو اعتبارسنجی شده و با تکنیک دلفی فازی تحلیل گردید. مدل اولیه پژوهش با 65 مضمون پایه، 18 سازمان دهنده و 4 فراگیر ترسیم شد. بعد از اعتبار سنجی مدل با استفاده از روش دلفی فازی در دو دور، 64 مضمون پایه، 18 سازمان دهنده و 4 فراگیر  تأیید شد. طبق نتایج ابعاد مدل به ترتیب اهمیت؛ آموزش، ارزیابی عملکرد، جبران خدمات و استخدام شناسایی شد. در استخدام؛ مولفه مجازی شدن فرایند استخدام، در آموزش؛ مولفه نیازهای آموزشی، در جبران خدمات؛ ایمنی کارکنان و در ارزیابی عملکرد؛ معیار ارزیابی با وزن بیشتری نسبت به سایر مولفه ها شناسایی شدند. در این مطالعه مهم ترین ابعاد مدیریت منابع انسانی بررسی و نتایج آن در شناخت و برنامه ریزی اقدامات مدیریت منابع انسانی می تواند مفید باشد.

کلیدواژه‌ها

عنوان مقاله [English]

Pattern of changes in human resource management rules during the Covid-19 Crisis

نویسندگان [English]

  • sepideh hatami
  • armin rajabzadeh
management of group, payamnoor university, tehran. iran
چکیده [English]

With the outbreak of the Covid-19 crisis in late 2019, almost all organizations and employees were forced to change their normal work methods. The purpose of this study is to identify the new rules of human resource management during the Covid-19 crisis. The research method is qualitative. Background research and semi-structured interviews were used to collect information. The statistical population includes all valid databases for background research from 2019 until now (2021) and 25 academic experts and government organizations under the Petroleum Ministry for interviews. To analyze the data, the Thematic analysis method was used with MaxQDA software version 10. After designing the model, using the opinions of 20 experts, the findings of the model were validated and analyzed by fuzzy Delphi technique. The initial model of the research was drawn with 65 basic, 18 organizing and 4 global themes. After validation of the model using fuzzy Delphi method in two rounds, 64 basic, 18 organizing and 4 global themes were confirmed. According to the results, the dimensions of the model in order of importance; Training, performance appraisal, compensation and employment are identified. In employment; The virtualization component of the employment process, in education; Component of educational needs, in compensation; Employee safety and performance appraisal; Evaluation criteria with more weight than other components were identified. In this study, the most important aspects of human resource management have been investigated and its results can be useful in recognizing and planning human resource management actions.

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مدیریت منابع انسانی پایدار
دوره 3، شماره 5
آبان 1400
صفحه 133-111

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